Married Employees Research Articles

Emotional Intelligence Impacts on Work Performance: The Case in Telecommunication Malaysia Research Company

The study of the correlation between Emotional Intelligence (EI) and work performance is crucial for the organisation. Some of the organisations do not consider EI skills as the work performed. This study investigates the correlation between EI and the work performance of a telecommunication research company in Malaysia. There are 66 participants involved in this study: senior researchers and researchers. A set of questionnaires was distributed to assess their employees’ background, EI, and work performance. As a predictor of research employees’ work performance and EI, the results show that EI had a significant positive relationship with work performance. The findings also show that employees with high EI experience a greater level of task performance. Moreover, the authors also present the relationship of EI with work performance over employees’ background such as gender, marital status, age and work experience. It was found that married employees have a higher correlation than single employees. The study recommends that organisations introduce EI development programs for existing staff to improve their performance at work.

Telecommuting and Job Satisfaction: A Gaze to the Filipino Working Life in Era of Turbulence

The study examined the job satisfaction of Philippine employees in the factors of the Work-from-Home arrangement in both public and private sector. A combination of convenience and random sampling was employed in identifying the sample. Analysis of the data revealed that the survey with 587 Philippine employees show that the work-from-home setup in the Philippines is satisfactory. The factors of “Reduced Commuting Time and Expenses,” “Increased Family and Leisure Time,” and “Flexibility and Freedom in Working Hours” are the most satisfying WFH factors that employees are getting from their organizations. Meanwhile, “Internet Connection and Equipment,” “Workload and Pressure,” “Less Stress from the Environment,” and “Social Connection” are the least satisfying. In terms of demographics, region, age, civil status, and number of children shows significant differences in majority of the WFH factors. The highest satisfaction comes from the employees in Visayas in terms of island group, public sector in terms of job sector, 50 and above in terms of age, male in terms of sex, married employees in terms of civil status, 3 to 4 children in terms of number of children, and those who telework often in terms of WFH frequency. With regards to the relationship between job satisfaction in the WFH factors and commitment to continue to work from home, the results showed that the relationship is significant and very strong. Lastly, the relationship between job satisfaction in the overall working condition and commitment to continue to work from home is also significant and very strong.

COVID-19 and mandatory teleworking from home in Japan: taking stock to improve satisfaction and job performance

PurposeThis exploratory paper aims to examine attitudes and practices with regard to the COVID-19 pandemic, as well as the effects of mandatory teleworking from home in the wake of the first state of emergency orders in Japan in 2020.Design/methodology/approachAn online survey of married employees retrospectively assessed changes in work style, subjective well-being, work–family conflict and job performance before and during forced teleworking from home in Tokyo and three of the surrounding prefectures.FindingsRegular employees reported high levels of anxiety and to have thoroughly implemented government-recommended hygiene and safety practices. A majority of respondents were satisfied with mandatory telework from home and desired to continue partial telework after the end of the pandemic. The strongest predictor of satisfaction with mandatory telework from home turned out to be adequate workspace at home for both men and women. However, the antecedents of the desire to continue working from home differed by gender.Practical implicationsThese findings can help individuals, firms and governments better understand the effects of mandatory teleworking from home and devise countermeasures to maximize employee well-being and job performance. This is all the more crucial, as Japan has had successive waves of the virus and has declared numerous states of emergency since the beginning of the pandemic, forcing office workers to continue social distancing and remote working for the time being.Originality/valueTo the best of the authors’ knowledge, this research is one of the first to provide insights on how imposed teleworking from home in the context of COVID-19 in Japan affected regular employees’ personal and professional lives and to identify predictors of satisfaction with teleworking and the desire to continue doing so.

Factors mediating work-family balance to job satisfaction in higher education during pandemic

Abstract. The covid-19 pandemic has had an impact on the family and work domains and has forced married employees to adapt to the new condition and strive to achieve the workplace’s established goals. However, given the health risk involved in this situation, can they be satisfied with their job? This question arose because some studies showed that flexibility and more incentive payments were considered to support job commitment, and therefore job satisfaction. Thus, our main concern is whether job satisfaction can becompensated solely through incentive payment, which is economics. Although job satisfaction is intended to measure the quality of employment, those studies presumably amplified the imbalance between work and family relationships. This current study investigates job satisfaction for married employees by highlighting the family domain and exploring the intervening factors that play significant roles during the pandemic.The results of multiple regression analysis of 264 married employees of (with sig 0.1 or 0.05) and path analysis bring our attention to work aspects that appear to be more worrisome than family concerns. As an effort to monitor the quality of employment, it will be ambiguous if, for the sake of job satisfaction, the organization have to pay more incentive payment for increasing commitment without paying more attention to a broader context of the situation. Practical policy implications of the findings of this study are also discussed.Keywords: family balance; job satisfaction; married employee; work balance

Family supportive supervisor behavior and promotive voice: When and why are there gender differences in work–family?

PurposeThe purpose of this study is to examine the differential association of family supportive supervisor behavior on promotive voice under different gender. Further, while employees’ self-concept factors have received considerable attention in the research on the triggering mechanism of employee voice, the authors’ knowledge about how and when family factors affect employee voice remains underdeveloped.Design/methodology/approachAccording to the resource conservation theory and gender role theory, the authors constructed a research model to investigate the influence and boundary of family supportive supervisor behavior on employee promotive voice and tested their research model using a paired data of 332 married employees and their direct supervisors of enterprises in China.FindingsThe findings suggest that family supportive supervisor behavior has a positive effect on employee promotive voice. Family supportive supervisor behavior can strengthen employee promotive voice by improving work-to-family enrichment and reducing work–family conflict, yet no significant mediation effect was found regarding family-to-work enrichment and conflict. Furthermore, family supportive supervisor behavior is more likely to improve female employee work–family enrichment and assuage male employee work–family conflict and thus enhance employee promotive voice.Originality/valueThis study sheds light on the different influential paths of family supportive supervisor behavior on promotive voice of employees of different genders and provides references for enterprises to motivate employees’ promotive voice.

The Effect of Knowledge, Behavior, and Spiritual Quotient on Personal Financial Management

This study aims to determine the effect of knowledge, behavior, and spiritual quotient on personal financial management. A total of 194 married employees comprised of non-lecturers and permanent lecturers from Maranatha Christian University were selected as participants using probability sampling with a stratified random sampling method. Data were analyzed using multiple linear regression analysis. The results showed that knowledge, behavior, and spiritual quotient partially affect personal financial management.

İş Güvencesi Memnuniyeti ve Çeşitli Değişkenlerin İşten Ayrılma Niyetine Etkilerinin Lojistik Regresyon Analizi İle İncelenmesi (Examining The Effects of Job Security Satisfaction and Various Variables on intent to Leave With Logistics Regression Analysis)

Purpose – The purpose of the study is to examine the effects of job security satisfaction and various variables on intent to leave in the context of hotel businesses and to test the hypothesis of the study in the light of these data. Design/methodology/approach – In line with the purpose of the study, a model was proposed to test whether job security satisfaction, organizational commitment, job satisfaction, job stress, age, gender, marital status, education status, department worked, monthly income, manner of work, position held, working hours and duration of employment significantly predicted the intention to leave. This proposed model was tested with binary logistic regression analysis. The dependent variable in the model is the intention to leave, and the independent variables are job security satisfaction, organizational commitment, job satisfaction, job stress, age, gender, marital status, education status department worked, monthly income, manner of work, position held, working hours and duration of employment. The universe of the research consists of employees in five-star hotel businesses in Kundu town of Antalya. In calculating the sample size, the sampling table suggested by Yazicioglu and Erdogan (2004: 50) was used. In the table in question, it was stated that the sample size should be 384 if the universe volume was 100 million, with a significance level of 0.05 and an error rate of ± 0.05, and 477 people were included in the scope of the study. A questionnaire consisting of six parts was used in the study as data collection method. In order to fill in the questionnaires, most of the 25 hotel businesses in Kundu town of Antalya province were visited in the summer season of 2015. The data obtained from 477 valid questionnaires were analyzed using binary logistic regression analysis in statistical package program. Findings – The result of binary logistic regression analysis conducted in order to test the main hypothesis of the study suggests that female and single employees have much higher levels of intention to leave while married employees graduated from primary school who are committed to their organization, satisfied in terms of job security with high job satisfaction and income at the level of 0-1000 TL have low levels of intention to leave. Discussion – Today, there are major economic bottlenecks on a global scale. In these troubled days, institutions prefer to either lock their doors or shrink in order to continue their lives. Unfortunately, many employees face the risk of being unemployed in this process and their job security satisfaction decreases.

Familial Factors Influencing Creativity Among Married Employees of Financial Technology Organisations in Lagos

Creativity in the workplace is absolutely essential, especially in a financial technology organization in today’s global society. A detailed literature review reveals unclear connection of creativity with some family-related variables among married employees. This study is a further exploration to establish the role of familial factors such as commitment to marriage, marital satisfaction, religiosity and familism in the creativity of FINTECH employees in Lagos, Nigeria. 
 The research was a cross-sectional survey of married employees within FINTECH organizations in Lagos. 224 married employees (135 are males) were conveniently sampled to respond to a structured questionnaire of six sections made up of validated scales that measured constructs of marital commitment, marital satisfaction, religiosity, familism and creativity. Three hypotheses were tested using Pearson product moment correlation, multiple regression analysis and t-test for independent samples at pα.05.
 Creativity for FINTECH employees has a significant positive relationship with marital commitment (r=.468, p<.01), marital satisfaction (r=.224, p<.01), religiosity (r=.328, p<.01) and familism (r=.452, p<.01). Psychological factors (commitment to marriage, familism, marital satisfaction and religiosity) have a significant joint influence on employee creativity (F (4, 223) = 24.766, p <.01; R2 = .295) and a significant independent contribution of commitment to marriage and familism to employee creativity [(β = .358, p <.01); (β = .287, p <.01) respectively]. There are no significant gender differences in employee creativity (t (217) = 1.656, p > .05).
 This confirms the hypothesized heightened relationship of familial factors with creativity of employees, especially FINTECH employees. This study rather brings a new suggestion that organizations should not just focus on the conditions of work at the office, or the pay of their employees only, but also give attention to the state of the family of their employees as this influences their abilities to deliver innovative ideas and lofty solutions to nutty problems within the work environment.

PENGARUH WORK LIFE BALANCE TERHADAP KOMITMEN ORGANISASI DENGAN KEPUASAN KERJA SEBAGAI VARIABEL MEDIASI PADA KARYAWAN YANG SUDAH MENIKAH

This study aims to determine the effect of work life balance on organizational commitment with job satisfaction as a mediating variable for married employees at PT. Bank Maluku Malut Ambon Main Branch. The population in this study were all married employees at PT. Bank Maluku Malut Ambon Main Branch. The sample in this study were 45 employees who were married. The sampling technique used is the Purposive Sampling Technique. Methods of collecting data with a questionnaire. The questionnaire was tested for validity and reliability before collecting research data. Data was processed with SmartPLS 3.0, analyzed with Convergent Validity, Discriminant Validity, Composite Reliability, Average Variance Extracted (AVE), Path Coefficient Test, Coefficient of Determination, Hypothesis Testing using Bootstrap, and direct and indirect effect testing using Structural Equation Modeling (SEM) . 
 The results of this study indicate that the work life balance variable has a positive and significant effect on job satisfaction. Job satisfaction variable has a positive and significant effect on organizational commitment. Work life balance has no significant effect on organizational commitment. While the variable job satisfaction is able to mediate the effect of work life balance on organizational commitment.

Work and nonwork engagements between life domains: Effects on subjective health and life satisfaction of employees across 53 nations varying in economic competitiveness

Using the framework of role balance theory, the authors take a cross-national view of an employee’s engagement in the work and nonwork domains of life. Employing the World Values Survey (WVS) with a sample of 21,270 married employees from 53 nations, we find cross-national variations in the relationship of employees’ degree of work and nonwork domain engagements with their subjective health and satisfaction with life. To explore the impact of the national focus on motivation for economic productivity and innovation, we used a country’s global competitiveness index (GCI), predicting that a nation’s GCI would moderate the relationship of an employee’s work and nonwork domain engagements with both subjective health and life satisfaction. Overall, the results suggest that work–nonwork balance leads to better subjective health and higher life satisfaction only for married employees living in nations high in GCI; for married employees living in countries low in GCI, higher subjective health and life satisfaction resulted for those more highly engaged in nonwork life domains. Theoretical and methodological contributions are discussed, along with implications for future research on national culture concerning work and its impact on employed persons.

Family Supportive Supervisor Behavior and Promotive Voice

While employees’ self-concept factors have received considerable attention in the research on the triggering mechanism of employee voice, our knowledge about how family factors affect employee voice remains underdeveloped. According to the resource conservation theory and gender role theory, we constructed a research model to investigate the influence and boundary of family supportive supervisor behavior on employee promotive voice, and tested our research model using a paired data of 332 married employees and their direct supervisors of enterprises in China. Findings suggest that: (1) Family supportive supervisor behavior has a positive effect on employee promotive voice. (2) Family supportive supervisor behavior can strengthen employee promotive voice by improving work-to-family enrichment and reducing work-family conflict, yet no significant mediation effect was found regarding family-to-work enrichment and conflict. (3) Furthermore, family supportive supervisor behavior is more likely to improve female employee work-family enrichment and assuage male employee work-family conflict, and thus enhance employee promotive voice. These findings have insightful theoretical as well as practical implications for managing employee voice.

Psikolojik Sermayenin Örgütsel Bağlılığa Etkisinde Dönüştürücü Liderliğin Aracılık Rolü (Mediating Role of Transformative Leadership in The Effect of Psychological Capital on Organizational Commitment)

Purpose – The purpose of this study; to examine the mediating effect of transformative leadership in the impact of psychological capital on organizational commitment. Design/Method/Approach – The study is descriptive and was conducted in public hospitals in Tokat city center. The universe of the research consists of non-physician personnel working in these hospitals. The data in the study, in which the judgmental sampling method was used, was collected from 426 nonphysician personnel through a questionnaire. The Transformative Leadership Scale, Psychological Capital Scale, and Organizational Commitment Scale were used as data collection tools, and the data collected through the survey from the sample of 426 non-physician personnel were subjected to t-test, one-way ANOVA, correlation, and hierarchical regression analysis using the SPSS 22.0 package program. Results – Significant differences were found between the groups according to variables such as marital status, age groups, title and monthly income level of the participants in the study. According to the results of the t test analysis, the organizational commitment level of the married employees was found to be higher than the single employees. As a result of the one-way ANOVA test; Employees aged 21-30 have lower levels of organizational commitment than those aged 41 and over, medical secretaries have lower levels of organizational commitment than health technician-technicians, and employees with a monthly income of 5.501 TL and above have lower income It has been determined that organizational commitment levels are higher than those who are working. As a result of the correlation analysis; “very poor” relations between psychological capital and transformative leadership, and “poor” positive relations between psychological capital and organizational commitment and transformative leadership and organizational commitment were found. As a result of the hierarchical regression analysis, it has been determined that transformative leadership has a partial intermediary role in the effect of psychological capital on organizational commitment. Discussion – The findings of the study show that there is a positive relationship between transformative leadership, psychological capital, and organizational commitment variables, and transformative leadership behaviors have mediating roles in this relationship. In this context, the importance of transformative leadership was emphasized in the study. In addition, it is thought that this study will contribute to the literature due to the limited number of studies measuring the mediating effect of transformative leadership on the organizational commitment of employees.

Psychological impact of COVID-19 among frontline financial services workers in Bangladesh

The COVID-19 pandemic has affected millions of people worldwide both physically and mentally. In resource-strapped countries, high levels of psychological distress caused by fear of getting infected with the deadly disease has been observed in densely populated communities and among frontline workers (e.g., healthcare workers and retail employees), who provide services without wearing the appropriate personal protective equipment. This study assessed the level of psychological distress among bank employees, who are also essential frontline workers. Data were collected from 120 bank employees by using a predesigned survey questionnaire consisting of Kessler Psychological Distress Scale (K10) questions. Nine out of ten respondents indicated that they were likely to experience mild to severe psychological distress, and 86.6% felt vulnerable to having close contact with a carrier of the rapidly spreading COVID-19 virus. The Chi-square test results indicated that married employees (36.37 vs 32.16) and those assigned in bank branches (36.34 vs 33.25) had a higher likelihood of experiencing psychological distress than those who were not married and those assigned in head offices, respectively. To address this issue, health policymakers and bank regulatory authorities must develop mental health interventions, treatments, and guidelines specific for bank employees.

Determinants of Level of household income utilization and decision making among the educated working married employees in Mbarara Municipality, Mbarara, Uganda

The study determines the level of household income utilization and decision-making among educated working married employees in the Mbarara Municipality, Mbarara, Uganda. The study was guided by Sen’s Cooperative Conflict Theory. The study employed a mixed design of quantitative and qualitative approach. It targeted working educated married employees from MMC with a study sample of 113 respondents consisting of 92 married, educated working employees. Purposive sampling was used to select key informants (21) like the LCs 1,(6) 2(6) and 3(6) mayor,(1) probation officer(1) and legal officers (1) that is in the 6 division in the municipality was interviewed. Qualitative data were analyzed using themes and quantitative data using the Statistical Package for Social Sciences (SPSS) software.
 The study findings established that age, marital status, religion, educational qualification, years of marriage, monthly income influence the level of income utilization and decision-making among working educated married employees. In addition, patriarchal ideologies, community perceptions of decision making, gender roles, and religion also impacted their income utilization. The findings of this study also show that the level of household income utilization among the educated working married employees in Mbarara Municipality also varies based on the amounts earned by married employees and the difference between the husband and wife’s salaries.
 The study concluded that household income utilization in general significantly influences the decision making process and affect the level of income utilization among educated working married employees. This is because the household is a huge contributor to the decision making process in the majority of employees’ homes in Mbarara Municipality. Based on the findings, the study recommends that the government should intensify effort by providing jobs for men and women to meet the financial obligation in their household.
 Keywords: Gender Relations, Educated, Working Married Employees, Mbarara, Uganda

Supervisor Support as a Moderator between Flexible Working Arrangement and Job Performance – Malaysia Evidence

Over the past years, organizations are forced to redesign their workplace to fulfil global labour market needs and to remain competitive. Due to the ever-changing working environment and competitive markets, organizations opted to choose more flexible work options so they can respond to the volatile environment. This study explores the moderation effect of supervisor support (SS) between flexible working arrangements (FWAs) and employee performance (EP). The population for this study primarily focused on the organizations that adopt the flexible working arrangement such as flexible working time, working from home, and compressed work-week practices in Malaysia. The companies selected are based on the listing of global organizations practices FWAs mentioned in TalentCorp Malaysia Flexible Working Arrangement collaboration with Malaysian Federation Employer report, 2015. The questionnaires were distributed through the Human Resource Department of each organization. The result demonstrated that there is a relationship between FWAs and EP but there was no moderation effect of SS between FWAs and EP relationship. This study supports the idea that the employees seem to benefit from the adoption of FWAs at the workplace. It allows both gender and single or married employees to manage their time better particularly allowing the employees to attend to personal needs. Since FWAs itself is the support given by employers to employees, therefore, the employees were unable to associate supervisor support role as a contributor to help them manage their work and home responsibilities. This study showed that employee motivation to perform are affected by the policies adopted by organizations. Adopting efficient work practices such as FWAs could stimulate employee engagement to improve their work performance. Therefore, organizations that are currently searching for a strategy that can improve productivity and employee performance should consider FWAs as an option. However, the implementation ofFWAs needs to be customized according to the employee's needs. Offering FWAs in the organization will enhance organizational and individual outcomes.

İSTANBUL İLİNDE SAĞLIK SEKTÖRÜ ÇALIŞANLARININ DEMOGRAFİK ÖZELLİKLERİNİN SOSYAL ZEKA ÜZERİNDEKİ ETKİSİNİN İRDELENMESİ

Social Intelligence is at the forefront of individuals' success and happiness in both private and business life. Awareness of the importance of Social Intelligence is important in the development of social intelligence. In this study; It is aimed to know the value of social intelligence and the factors affecting it in a sector where human factor is effective such as health services. The research was applied to all healthcare workers working in Istanbul Catalca State Hospital. To measure the level of social intelligence, the Tromso Social Intelligence Scale (TSSS) developed by Silvera et al. (2001) was used. In our study, it was determined that Social Intelligence and its sub-dimensions did not differ according to gender, age, educational level, working position, working time in the institution, immigration status and number of people living together. In the study, it was found that the social skill levels of single individuals were higher than those of married employees. The social skills and social intelligence levels of the people living in the city center were higher than those living in the district and town / village. It has been determined that those who have been engaged in another profession have higher social skill levels than those who have not done another profession before. It was determined that individuals born in the city center and district center had higher scores than those born in town / village in terms of social knowledge, social awareness and social intelligence. It was found that those with 5-10 years of professional experience had higher social skills levels than other groups. Individuals with social intelligence are able to produce answers by understanding the interlocutor's expectations in the face of certain social situations, and find a compromise point in their needs and interlocutor's needs. These features are critical to health professionals.

Is Gender Still Important in Defining the Work Family Conflict of Married Employees in 21st Century?

Is Gender Still Important in Defining the Work Family Conflict of Married Employees in 21st Century?

Pengaruh Kecemasan Menghadapi Pemutusan Hubungan Kerja terhadap Motivasi Kerja Karyawan PT X di Kota Salatiga

This study aims to determine the effect of anxiety facing work termination on employee motivation at PT X Salatiga. The sample in this study amounted to 73 respondents who are still active employees working at PT X. The sampling technique is done by simple random sampling. Data collection uses a psychological scale that is the scale of work motivation based on Abraham Maslow's motivation theory and anxiety facing retirement scale based on the theory put forward by Oluseyi & Olufemi. The data used are primary data analyzed using a simple linear regression test. The results showed that anxiety facing work termination affects work motivation by 26.8% while the remaining 73.2% is influenced by other variables not examined. The researcher can then study based on age, position and also examine other variables that are factors of work motivation, for example marital status between married employees compared to employees who have not married, the length of service of employees in a company.

Path to Well-being: Moderated Mediation Model of Perfectionism, Family–Work Conflict, and Gender

The purpose of this article is twofold. First, it aims to investigate the mediating role of family–work conflict (FWC) on the relationship between the dimensions of perfectionism (adaptive vs. maladaptive) and well-being, and second, it aims to explore whether gender moderates this mediated relationship. Data are gathered from 238 dual working and married employees working in different sectors. The moderated mediation analyses are conducted using PROCESS macro developed by Hayes and Preacher (2013). The findings reveal that FWC plays a critical mediating role in transmitting the effects of maladaptive perfectionism to well-being. Regarding it the moderated relationship, we find that the positive relationship between maladaptive perfectionism and FWC is stronger for men than it is for women. However, the effect of adaptive perfectionism on FWC is found to be stronger for women compared to that for men. We discuss these findings in relation to gender roles and FWC policies and research.

Work–Nonwork Balance: Impact on Subjective Health and Life Satisfaction of People Across 47 Nations

Using theories of role-balance and conservation of resources (COR), we take a cross-cultural view of an employee’s engagement in the work-nonwork domains of living. Employing the World Value Survey (WVS) with a sample of 21,270 married employees from 53 nations, we find cross- cultural variations in the relationship between employees’ degree of work-nonwork domain engagement and their subjective health and life satisfaction. To explore the impact of the national focus on motivation for economic productivity and innovation, we used a country’s global competitiveness index (GCI), predicting that a nation’s GCI would moderate the relationship between the degree of work-nonwork domain engagement and both subjective health and life satisfaction. Overall, the results support our predictions that high work-nonwork domain engagement (or congruence between work and nonwork roles) would enhance individuals’ subjective health and life satisfaction more strongly in high GCI nations than in low GCI nations. Theoretical and methodological contributions are discussed, along with implications for future research on national culture concerning work and its impact on employed persons.